25 extra multiple-choice questions for Employee Selection Process (12th Standard Commerce, Samacheer Kalvi), beyond the ones printed in the textbook — each with the correct option highlighted and a clear, worked explanation. Free to read in English and Tamil.
Q1
Who defined selection as a managerial decision making process to predict which job applicants will be successful if hired?
- A. Dale Yoder
- B. Scott
- C. David and RobbinsCorrect
- D. F.W. Taylor
Explanation. Section 11.01 quotes David and Robbins: selection is a managerial decision making process to predict which job applicants will be successful if hired. Dale Yoder defined placement and Scott defined interview.
Q2
"The determination of the job to which an accepted candidate is to be assigned, and his assignment to that job" is the definition of placement given by ____.
- A. Scott
- B. Dale YoderCorrect
- C. David and Robbins
- D. Henry Fayol
Explanation. Section 11.06 quotes Dale Yoder's definition of placement as the determination of the job to which an accepted candidate is assigned, and his assignment to that job.
Q3
According to whom is an interview "a purposeful exchange of ideas, the answering of questions and communication between two or more persons"?
- A. ScottCorrect
- B. Dale Yoder
- C. David and Robbins
- D. Peter F. Drucker
Explanation. In the interview section the lesson quotes Scott, who describes an interview as a purposeful exchange of ideas, answering of questions and communication between two or more persons.
Q4
The term 'interview' has been derived from a word of which language?
- A. Latin
- B. Greek
- C. FrenchCorrect
- D. German
Explanation. The lesson says the term interview comes from a French word meaning to glimpse or to see each other, so an interview is a face to face interaction between interviewer and interviewee.
Q5
A ten year old child has a mental age of 13. Using the formula given in the lesson, what is the child's IQ?
- A. 77
- B. 100
- C. 123
- D. 130Correct
Explanation. IQ = (Mental age / Actual age) x 100 = (13 / 10) x 100 = 130, which the lesson calls above average, since average IQ is 100.
Q6
A candidate whose actual age is 15 years has a mental age of 12 years. What is the IQ?
- A. 80Correct
- B. 120
- C. 125
- D. 75
Explanation. IQ = (Mental age / Actual age) x 100 = (12 / 15) x 100 = 0.8 x 100 = 80, which is below the average IQ of 100.
Q7
Which test is conducted to find out the non-intellectual traits of a candidate such as temperament, emotional response and stability, with no right or wrong answer?
- A. Ability test
- B. Achievement test
- C. Personality testCorrect
- D. Intelligence test
Explanation. The lesson describes the personality test as finding non-intellectual traits such as temperament, emotional response, capability and stability, and says there is no right or wrong answer in it.
Q8
A driver is asked to drive a vehicle and a music student is asked to play a given instrument. These are examples of which test?
- A. Aptitude test
- B. Achievement testCorrect
- C. Interest test
- D. Judgment test
Explanation. The achievement test measures a candidate's level of skill and mastery in a particular field. The lesson's examples are a driver driving a vehicle, a music student playing an instrument and a teacher giving a demonstration.
Q9
Under which aptitude test do candidates have to find out the missing number in a series in order to determine the pattern?
- A. Mental Arithmetic Test
- B. Number Sequence TestCorrect
- C. Numerical Reasoning Test
- D. Spatial Reasoning Test
Explanation. The number sequence test measures the ability to find the logic in a series or pattern by finding the missing number. The mental arithmetic test checks the speed of basic calculations.
Q10
The Mechanical Reasoning Test measures ____.
- A. the speed of doing addition, subtraction, multiplication and division
- B. the ability to choose the most desirable action in critical situations
- C. the engineering student's ability to apply engineering concepts in actual practiceCorrect
- D. the ability to understand shapes and abstract ideas from illustrations
Explanation. The lesson says the mechanical reasoning test measures an engineering student's ability to apply engineering concepts in practice. The other options describe the mental arithmetic, situational judgment and diagrammatic reasoning tests.
Q11
In which type of interview does the interviewer deliberately create stressful situations, mostly when selecting sales representatives and staff for defence and law enforcement?
- A. Panel interview
- B. Stress interviewCorrect
- C. In-depth interview
- D. Group interview
Explanation. The stress interview tests the temperament and emotional balance of a candidate by watching the reaction to stressful situations. The lesson says it is mostly used for sales representatives and for defence and law enforcement staff.
Q12
In which interview are the questions prepared in advance, only those questions asked, and candidates ranked on the score they earn?
- A. Unstructured interview
- B. Structured interviewCorrect
- C. Preliminary interview
- D. Stress interview
Explanation. In a structured, guided or planned interview the questions are pre-prepared and only these are asked; candidates are ranked by the score earned. The unstructured interview has no pre-prepared questions.
Q13
Consider the following statements about the panel interview:
1. Each panel member awards marks to the candidate separately and the marks are aggregated.
2. It eliminates bias and ensures more reliability in selection.
3. Multiple candidates are interviewed at the same time.
Which of the statements are correct?
- A. 1 and 2 onlyCorrect
- B. 2 and 3 only
- C. 1 and 3 only
- D. 1, 2 and 3
Explanation. In a panel interview a group of people interviews the candidate, each member awards marks separately and the total is used to rank candidates, which removes bias. Interviewing many candidates together describes the group interview.
Q14
According to the lesson, instead of spending 5 hours interviewing 5 candidates individually, how much time can be spent interviewing them in a group?
- A. Half an hour
- B. One hourCorrect
- C. Two hours
- D. Three hours
Explanation. The lesson calls the group interview a good time saving method: instead of 5 hours on 5 candidates one by one, one hour can be spent interviewing them together.
Q15
Match the interview with its description:
a) Telephone interview - 1) Tests knowledge of a particular field intensively and extensively
b) In-depth interview - 2) Free and frank interaction with no pre-prepared questions
c) Preliminary interview - 3) Eliminates unfit candidates who live far away at the first stage
d) Unstructured interview - 4) Finds the general suitability of applicants and cuts cost and time
- A. a-3, b-1, c-4, d-2Correct
- B. a-1, b-3, c-2, d-4
- C. a-3, b-4, c-1, d-2
- D. a-4, b-1, c-3, d-2
Explanation. Telephone interviews screen out unsuitable candidates living far away; in-depth interviews probe a field intensively; preliminary interviews check general suitability and save cost and time; unstructured interviews have no prepared questions.
Q16
Which of the following is NOT a purpose of the medical examination given in the lesson?
- A. To check the physical fitness of the candidate for the job
- B. To protect existing employees from infectious diseases
- C. To check excessive expenditure on treatment of the employee after placement
- D. To check the reliability and trustworthiness of the candidateCorrect
Explanation. The lesson lists three purposes of medical examination: physical fitness, protecting existing employees from infection and avoiding heavy treatment costs later. Reliability and trustworthiness are checked through the reference check.
Q17
A reference check is done to know the ____ of the candidate.
- A. physical fitness
- B. reliability and trustworthinessCorrect
- C. numerical aptitude
- D. interest in a particular area
Explanation. The lesson says a reference check is done to know the reliability and trustworthiness of the candidate, using details given by referees listed in the application blank.
Q18
Arrange the following steps of the selection process in the correct order:
1. Approval by higher authority
2. Interview
3. Contract of employment
4. Application blank and selection test
5. Final selection
6. Physical examination and reference check
- A. 4, 2, 6, 1, 5, 3Correct
- B. 4, 6, 2, 1, 3, 5
- C. 2, 4, 6, 5, 1, 3
- D. 4, 2, 1, 6, 5, 3
Explanation. The figure of steps runs: application blank, scrutiny and selection test; interview; physical examination and reference check; approval by higher authority; final selection; and finally the contract of employment.
Q19
The lesson says the selection process for a probationary officer of a bank differs from that for an officer of the Indian Police Service. Which factor influencing selection does this illustrate?
- A. Number of candidates
- B. Selection policy
- C. Nature of postCorrect
- D. Cost factor
Explanation. Under nature of post the lesson says the selection process varies with the type of personnel recruited, giving the bank probationary officer and Indian Police Service officer as the example.
Q20
Which of the following is a feature of recruitment and not of selection?
- A. Negative approach
- B. An economical methodCorrect
- C. Creates a contractual relation between employer and employee
- D. A very complex and complicated process
Explanation. The recruitment versus selection table describes recruitment as a positive, economical and simple process. Selection is negative, expensive, complex, and creates a contractual relation between employer and employee.
Q21
Assertion (A): Selection creates a contractual relation between the employer and the employee.
Reason (R): In sequence, selection comes second, after recruitment.
- A. Both A and R are true and R is the correct explanation of A
- B. Both A and R are true but R is not the correct explanation of ACorrect
- C. A is true but R is false
- D. A is false but R is true
Explanation. Both statements appear in the recruitment versus selection table. The contractual relation arises because selection offers the job to the chosen candidate, not because selection comes second in order.
Q22
Which one of the following is NOT a principle of placement?
- A. Job offer
- B. Terms and conditions
- C. Loyalty and co-operation
- D. Reduced turnoverCorrect
Explanation. The principles of placement are job first man next, job offer, terms and conditions, awareness of penalties, and loyalty and co-operation. Reduced turnover is listed under the importance of selection.
Q23
After placement, a new employee is generally put on a probation or trial period ranging from ____.
- A. one month to six months
- B. six months to one year
- C. one year to two yearsCorrect
- D. two years to three years
Explanation. The lesson says a new employee is generally put on probation of one year to two years, and is confirmed as a regular employee if the performance is good.
Q24
According to the importance of selection, proper selection leads to low labour turnover, which in turn helps the organisation to minimise ____.
- A. recruitment costCorrect
- B. production cost
- C. advertisement cost
- D. medical cost
Explanation. Under reduced turnover the lesson says proper selection contributes to low labour turnover, which helps the organisation minimise recruitment cost.
Q25
Consider the following statements about the significance of placement:
1. It improves employee morale.
2. It helps to avoid short term staff shortage.
3. It increases the rate of conflicts and accidents.
Which of the statements are correct?
- A. 1 and 2 onlyCorrect
- B. 2 and 3 only
- C. 1 and 3 only
- D. 1, 2 and 3
Explanation. Section 11.07 says placement improves morale, reduces turnover, reduces conflict rates and accidents, avoids misfit and helps avoid short term staff shortage. Statement 3 reverses the book's point.
